G3- PACT Facilitation Tips 4-5-6

Video Short G3- PACT Facilitation Tips 4-5-6

Reminder – this is just one video of a collection of over 55 free “School of PACT” videos, that in combination with free books, articles, presentations and for fee books intends to enable the practice of performance-based Instructional Systems Design. To improve Performance Competence at the worker level, the work level, and the workplace level. For Individual, Process and Organizational performance improvement.

You may view them in sequence – or bounce around to eventually do just some or all of them.

See the Resource Tab or The Pursuing Performance Blog and the EPPIC Web Site for additional free resources – here.

2 O’clock: T&D Operations Planning and Management System

This 12-part Blog series addresses the systems and processes of an organizational entity addressing T&D/ Learning/ Knowledge Management. Original source is my 2001 book:

Free Book PDF

For more on this model please see the free 400+ page book: T&D Systems View at www.eppic.biz – which is intended as both an analytic and design tool – here.

The T&D/ L&D Clockface Model

We are “rockin’ round the clock” starting from the 12 O’Clock portion of the model – the most important sub-system in the system you have in place for T&D/ Learning/ Knowledge Management – IMO.

Your models may vary.

The 12 clockface positions of the T&D Systems View model each represent a subset of the total system’s Processes of T&D.

They are organized into three groupings:

– T&D Leadership Systems and Processes

– T&D Core Systems and Processes

– T&D Support Systems and Processes

2 O’clock: T&D Operations Planning and Management System

2.1 Annual Operations Planning and Budgeting Process

2.2 Quarterly Operations Planning and Budgeting Updates Process

2.3 Forecasting and Accounting Process

T&D Operations Planning and Management System – This system’s processes organize and guide the day-to-day operations and management of the various T&D operations to ensure consistency with the strategies of T&D and the strategies of its key, critical stakeholders.

Prior Posts In This 2015 Series

Free Book PDF

For more on this model please see the free 400+ page book: T&D Systems View at www.eppic.biz – which is intended as both an analytic and design tool – here.

Guy W. Wallace

Guy W. Wallace, has been an external ISD/HPT consultant since 1982, is the president of EPPIC Inc., and is a past president of ISPI – the International Society for Performance Improvement. He has consulted with 75+ clients on ISD efforts since 1982, including projects with more than 45 F500 firms.

He is the author of the book: lean-ISD, a recipient of an ISPI 2002 Award of Excellence. He has also authored/co-authored 13 other books.

He may be reached via, and related resources may be obtained, at his web site: www.eppic.biz or via email at: guy.wallace @ eppic.biz

G2- PACT Facilitation Tips 1-2-3

Video Short G2- PACT Facilitation Tips 1-2-3

Reminder – this is just one video of a collection of over 55 free “School of PACT” videos, that in combination with free books, articles, presentations and for fee books intends to enable the practice of performance-based Instructional Systems Design. To improve Performance Competence at the worker level, the work level, and the workplace level. For Individual, Process and Organizational performance improvement.

You may view them in sequence – or bounce around to eventually do just some or all of them.

See the Resource Tab or The Pursuing Performance Blog and the EPPIC Web Site for additional free resources – here.

Learning Measurement = Performance Competence OTJ – IMO

Note: OTJ = On-the-Job.

Bottom Line – is the current metric system’s numbers.

Unless your Learning is for some other purpose than on-the-job Performance Competence – the current business metrics ought to be the place to start – not some new set of Learning Metrics (which are necessary only if the Business Metrics goals are not being met – IMO.

It’s really all about Performance Competence.

Performance Competence

At any level – Performance Competence is the same thing – just scale-able…

Understanding the Stakeholders’ Requirements for both the final Products (outputs) of the Process – and their requirements for the Process itself. Once you understand THAT – you can assess the appropriateness and adequacy of the current state’s Products and Processes.

Deriving Performance & Competence Requirements

Performance – AoPs

1st – get the larger Context of Performance established. It may be that some “other” part of the job is interfering with the targeted part of the job – and if you look too narrowly you’ll miss that.

The chunks of Performance – with minimum if not zero overlaps and gaps – at the Performance level – not at the enabler levels.

Performance

Performance itself can be captured and reported out on the Performance Model chart format that I’ve been evolving and using since 1979.

Enablers – And the Enabling A/K/S

Awareness-Knowledge-Skills – within the context of all of the other enablers.

It’s important IMO to understand that context – as a Instructional Designer.

What to do with all of this kind of data?

Designing a Performance Competence Development Path

Or if you insist … a Learning Path…

An Example Path

Addressing Both OnBoarding & OnGoing Needs

Example Path segments – something I developed early in my 75 CAD (Path) project experiences – since starting in 1982.

Path Content Modularity Below the Lesson Level

Deriving Path Content during Design – from the Analysis data.

Lesson Modularity in the PACT Processes

A Path contains Events – that have Modules/Lessons – comprised of Instructional Activity (emphasis on Activity).

It Takes a Logic

A Data Logic – IMO.

ReUse – Via the PACT Processes

This is the Path to ReUse – while keeping the content specific/authentic enough – to enable Transfer (L3).

Tracking Content Derivatives

An example of quick ReUse…

Build Performance Capability Via Instructional Design

Ensuring that it – Learning Content – is all “authentic.”

And that it logically leads to Development – and Reinforcement – as needed.